Page 23 - Employee Handbook March 2020

If any assistance or training is to be provided this will be detailed in writing after any stage within the
procedure. If a verbal warning is given, then a written record of this warning will be made in the
employee's file.

As each warning is given the Company and the employee shall agree (or in default of agreement
between the Company and employee, the Company shall specify), the period of time to be allowed
for improvement not only to be achieved but also to be sustained.

3.1.3 Role of Representative
At all formal disciplinary meetings, including appeals, the employee may choose to be accompanied
by another employee of the Company.

The representative may;

a) Put the employee's case
b) Sum up the employee's case

c) Respond on the employee's behalf to any view expressed at the hearing

d) Confer with the employee but may not answer questions on the employee's behalf.

3.1.4 Offences involving Gross Misconduct
The Company may summarily dismiss any employee who is guilty of gross misconduct. Before any
disciplinary action is taken the employee shall be interviewed and informed of the allegations against
them. The employee will be given ample opportunity to state their case. They shall be told that a
representative (as defined above) can accompany them. When a decision in respect of the matter has
been made the employee will be informed and where this decision is to dismiss the employee will be
informed that he/she will receive formal written notice of this decision. The following list includes (but
is not confined to) examples of the circumstances, which will be regarded as ‘Gross Misconduct’.
Please note that this list is not exhaustive.

• Failure or refusal to carry out duties as set out in your terms and conditions of employment,
or failure to carry out a reasonable management instruction
• Persistent poor time-keeping or absence from work
• A serious breach of the Company Privacy and Data Protection Policy
• Misuse or misappropriation of the firm’s property or equipment
• Action or behaviour likely to bring the company into disrepute
• Fraud or dishonesty
• Disclosure of confidential information or documents unless expressly authorised to do so
• Violence, threatening or grossly offensive behaviour towards another employee, a customer
or member of the public
• Extreme or persistent negligence in duties as laid down in your terms and conditions of
employment
• An act that endangers the safety of others
• Abuse of alcohol or drugs during the course of work
• Conviction of an offence which is inconsistent with your position or renders you unacceptable
to other members of staff

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